Friday, September 14, 2012

Four Big Lies Recruiters Tell Job Applicants

By Charles PurdyBy now, we should all know that it’s dangerous to lie on a resume. But you know what? In the job search conversation between employers and candidates, a bit of fibbing sometimes happens on the employer side, too.Often, there’s no ill will intended. While there are a few bad apples in the bunch (as with the rest of humanity), most recruiters and HR folks are motivated by the desire to put the right people into the jobs they have to fill. The trouble is that overwork and overly large candidate pools can thwart good intentions -- so those little white lies meant to spare a job seeker’s feelings end up not doing the candidate any favors.

We asked some recruiting experts to name the biggest lies recruiters tell, so you can spot the untruths and be ready to deal with them.

1. “We’ll keep you in mind for future opportunities.”

Recruiters meet a lot of people. And most of them have huge candidate databases. Often when they speak this untruth, they mean it: They are keeping your resume on file. Just know that they’re doing so in a gigantic filing cabinet, and that out of sight often means out of mind.

How to Handle: Don’t assume that “no” means “never.” Once you’ve started a conversation with a recruiter, don’t let the conversation end just because you’re not offered one job. Stay in touch via professional networking sites, and stay abreast of goings-on at the company so you can be aware of opportunities before they’re posted.

Just remember that there’s a fine line between “staying in touch” and “stalking.” So contact the recruiter only when you have a genuine reason to do so. And as with all professional contacts, don’t just look for favors to ask -- also look for ways to be of service.

2. “Salary depends on experience.”

Usually, the company has a ballpark figure in mind. If a recruiter asks for your salary requirements or expectations, he’s trying to see whether you’re in that ballpark.

How to Handle: In general, it’s better to wait until a job offer is on the table before moving onto salary negotiations -- but recruiters sometimes use salary requirements as a way to thin out the candidate pool.

In this case, your best defense is having done thorough research. Make sure you know what’s competitive for the position, the industry and the region, combined with what’s appropriate for someone with your background. That way, you can answer the question in terms of what your research has uncovered (not in terms of what your specific needs are), and then you can add something like, “But of course a conversation about salary makes more sense when we’re discussing a job offer.” Don’t lowball your number, but perhaps let the recruiter know that you’ll weigh nonsalary compensation (vacation days and other perks, for example) with the actual salary offer.Lies 3,4, and complete Monster article